It’s that time of the year again when organizations present their annual report on analysis and make predictions for the coming year. Let’s take a look at some of the reports and perhaps we can discover some trends here.
Aon Hewitt recently published their 2016 Trends in Global Employee Engagement report.
As Employee engagement is a hard subject to measure they use the ‘Say, Stay, Strive model’. Employees are asked:
- if they “Say” positive things about their organization and act as advocates;
- if they intend to “Stay” in the organization for a long time;
- If they “Strive” to give their best efforts to help the organization succeed.
Globally Aon Hewitt finds that employee engagement has grown from 62% in 2014 to 65% in 2015. Looking at the global key findings we see a top 5 of Engagement Drivers:
1. Enabling Infrastructure
2. Employee Value Proposition
3. Rewards & Recognition
4. Career Opportunities
5. Learning & Development
There are big regional differences though. In North America things like Talent & Staffing and Career Opportunities suddenly are popping up in this top 5. While employees in Latin America find Senior Leadership more important. Work Fulfillment and Work Life Balance is moving fast on employees’ agendas. In Europe Enabling Infrastructure is not even on the list, Talent & Staffing, Career Opportunities and Senior Leadership are the main engagement drivers. In Africa it’s all about Rewards & Recognition, Empowerment / Autonomy and the Work Life Balance. Asian employees find Rewards & Recognition, Learning & Development and Career Opportunities important but Work Life Balance and Reputation have the largest positive dimension increase.
“The overall engagement trend at the global level hides a lot of the complexity driven by economic, business, social and talent differences around the world. We are seeing how low to moderate growth in some of the world’s more mature markets like the US and parts of Europe, significant economic slow-down in the once promising BRIC nations and the promise of some African nations seem to be clouded by uncertainty and risk.” – Ken Oehler, Aon Hewitt’s Global Engagement Practice Leader.
Another trend spotted by Aon Hewitt is a movement called “continuous listening”. In order to understand and optimize the employee experience, organizations are continuously gathering feedback and taking action across the entire employee lifecycle.
Are you interested in increasing employee engagement? We’d be happy to brainstorm with you! Don’t hesitate to give us a call or find out more about our Relevance Platform.